Leading Manufacturing Company

Building a Neurodiverse Production Workforce

RESULTS

The manufacturing company successfully hired neurodiverse individuals for various production roles, such as assembly line workers, quality control inspectors, and inventory coordinators.
The new employees demonstrated exceptional attention to detail, adherence to procedures, and consistency in their work, resulting in improved product quality and reduced errors.
The company’s inclusive work environment led to increased employee satisfaction and reduced turnover rates.

CLIENT: A manufacturing company OBJECTIVE: Establish a neurodiverse workforce to enhance productivity and foster a culture of inclusion.

CHALLENGE

The manufacturing industry often struggles with high turnover rates and productivity issues. The client recognized the potential benefits of neurodiversity in their production environment but faced challenges in recruiting and integrating neurodiverse individuals.

SOLUTION

DirectSource facilitated partnerships between the client and vocational training programs, disability employment services, and community organizations supporting neurodiverse individuals. The platform’s job posting and candidate screening features enabled efficient sourcing and evaluation.

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Leading Financial Services Provider

Leveraging Neurodiverse Talent for Data Analysis RESULTS The financial services firm successfully hired neurodiverse individuals for data analysis and research positions. The new hires exhibited exceptional attention to detail, pattern recognition skills, and strong problem-solving abilities. The firm’s data analysis capabilities improved, leading to more accurate predictions, risk assessments, and informed decision-making. CLIENT: A financial services firm OBJECTIVE: Leverage neurodiverse talent to enhance data analysis and desicion support system. CHALLENGE The financial services industry relies heavily on data analysis for strategic decision-making.

A Roadmap for Neuroinclusive Managers

Approximately 15-20% of our population is neurodivergent Middle managers have always supervised neurodistinct employees regardless of either party’s awareness of this fact. The confluence of exponentially rising prevalence rates, the self-identification movement, and efforts to recognize late-identified neurodiverents from “The Lost Generation” suggests that managers are now supervising the largest cohort of neurodivergents ever. Managers play a crucial role in unlocking the limitless potential of a neuroinclusive workforce. On the contrary, unskilled managers can render all facets of the employment life cycle intolerable for neurodivergents.

Leading Manufacturing Company